Employer Guide to CPF

YOUR OBLIGATIONS AS AN EMPLOYER
 Definition of an Employer
 Your Employees
 Your Responsibility on CPF Payments
 Registering with Us
 Informing CPF Board of Changes to Your Business
EXCEPTIONS TO PAYMENT OF CPF FOR EMPLOYEES
 Employees who are Exempted from CPF Contributions
COMPUTATION OF CPF
 Definition of Wages
 Rates of CPF Contribution
CPF FOR SINGAPORE PERMANENT RESIDENTS (SPR)
 Foreign Employees who obtain SPR Status
 Types of SPR Contributions
MODES OF SUBMITTING CONTRIBUTION DETAILS
MODES OF PAYMENT
OTHER OPTIONAL CPF CONTRIBUTIONS
 Additional Medisave Contribution Scheme (AMCS)
 Voluntary CPF contributions (VC)
LIMITS ON CPF CONTRIBUTIONS
 Ordinary Wage (OW) Ceiling
 Additional Wage (AW) Ceiling
 Voluntary Contribution (VC) Limit
COMMON MISTAKES MADE BY EMPLOYERS
REFUND OF CPF CONTRIBUTIONS PAID
 Refund of CPF Contributions Paid in Excess
 Refund of CPF Contributions Paid in Error
ENFORCEMENT OF CPF CONTRIBUTIONS
 Enforcement
 Industry surveys
 Interest on late payment
AGENCY SERVICES
 Collection of Levies, Funds and Donations
 Refund of Excess Payment
 Government-paid Maternity Leave (GML)
 Government-paid Childcare Leave (GPCL)
 Adoption Leave
CONTACT US
ANNEXES
 ANNEX A: TYPES OF PAYMENTS THAT ATTRACT CPF
CONTRIBUTIONS
 ANNEX B: CALCULATING ADDITIONAL WAGE (AW) CEILING
 ANNEX C: PAYING CPF ON BONUSES
YOUR OBLIGATIONS AS AN EMPLOYER
Definition of an Employer
An employer is any person, company, association or body of persons, whether or not
incorporated, employing an employee. An employer can be:
 any manager, agent or person responsible for the payment of wages to an employee
on behalf of an employer.
 any person trading in his own name or who has domestic worker(s). The person must
register under the name shown in his identity card or passport.
 companies which employ foreign workers holding work permits in Singapore. These
employees are on the Foreign Worker Levy (FWL) Scheme and are exempted from
contributing CPF.
Your Employees
Your employee is any person who is employed in Singapore and any Singaporean
seaman who is employed by an employer under a contract of service or other agreement
entered into in Singapore.
Some of the factors which form the contract of service are: the employer’s control over
payment, duration of work, dismissal, substitution of workers and method of work.
CPF contributions are also payable for the following employees:
a. Company Directors
Directors of any company are considered employees if they are engaged under a
contract of service and paid a salary on top of any fee received. CPF contributions are
not payable on directors’ fees voted to them at General Meetings.
b. Part-time/Casual Employees
CPF contributions are payable by the employer for part-time/casual employees. CPF
contributions are also payable for all school-leavers or students working on a part-time
or temporary basis, except for the following groups:
 Tertiary students on full-time industrial attachment.
 Tertiary students employed under a training programme approved by their
institutions.
 Overseas students on training attachment in Singapore for less than 6 months, as
part of their overseas tertiary education requirements.
 “N” and “O” level students working during their gazetted school holidays. CPF
contributions are, however, payable from January of the following year, after their
final examinations.
 “A” level students working during their gazetted school holidays. CPF
contributions are, however, payable for students who work in
November/December after completing their final “A” level examinations.
c. Family Workers
CPF contributions are required for family members if they are receiving wages for
work done for the proprietor.
d. National Service In-camp Training
Under the Enlistment Act, CPF contributions are payable for Operationally Ready
NSmen on in-camp training. The employer has to pay the CPF contributions on the
wages given by the employer and makeup pay from MINDEF. The employee’s share
of contributions can be recovered from the employee’s wages.
e. Concurrent Employment
If an employee is concurrently employed by more than one employer, all his
employers must pay CPF contributions on the wages given to the employee. If his
combined monthly income is below the Ordinary Wage (OW) Ceiling, CPF
contributions are payable based on the prevailing CPF rates. The prevailing OW
Ceiling is $5,000 per month.
However, if the employee’s combined monthly income exceeds the OW Ceiling, the
employee may apply to the Board to limit the total of his share of contributions on
Ordinary Wages as follows:
Limit on Ordinary Wages
(Employee's share)
Age From 1 Sep 2012
(Based on Sep 2012 CPF
contribution rates)
50 years and below $ 1,000
Above 50 to 55 years $ 925
Above 55 to 60 years $ 650
Above 60 to 65 years $ 375
Above 65 years $ 250
Applications to limit the total amount of the employee's share of CPF contributions on
Ordinary Wages should be addressed to the Court Proceedings Section. It should
indicate:
 the amount of Ordinary Wages from each employer
 the employee’s share of CPF contributions
 the amount of CPF contributions to be paid through each employer
Each employer will have to pay their normal share of the CPF contributions on the full
amount of the wages, subject to the OW Ceiling.
f. Singapore Permanent Residents (SPRs)
CPF contributions are mandatory for foreigners from the day they obtain their SPR
status. The day they obtain the SPR status refers to the date indicated on the entry
permit (Form 5/5A) that is issued by the Immigration and Checkpoints Authority of
Singapore.
Your Responsibility on CPF Payments
You have a grace period of 14 days to make payment of CPF contributions after the end
of the month for which CPF contributions are due. If the due date falls on a Saturday,
Sunday or Public Holiday, CPF contributions must be paid by the next working day.
You are required to pay the employer’s and employee’s share of CPF contributions
monthly for all employees (Singapore Citizens and Singapore Permanent Residents) at
the rates set out in the CPF Act. The contributions payable should be based on the
employee’s actual total wages earned for the calendar month.
You are entitled to recover the employee’s share when the contributions are paid for that
month. If you fail to recover the money then, and the error was not due to your
negligence, you can still do so provided:
 you have paid the CPF contributions to the Board, and
 you have either forwarded your employee’s written consent to the Board, or obtained
the Board’s written permission on the matter.
This must be done within six months from the time the contributions should have been
recovered.
Registering with Us
a. Submission of CPF Contribution Details By New Employers
As a new employer, please click here for the application to submit CPF contribution
details via CPF Auto-eXcel Plus (AX Plus). You should submit your application as
soon as you intend to hire your first employee. To apply, you will need your SingPass
and entity’s Unique Entity Number (UEN).
Once your application is approved, you will receive an email and welcome letter
containing your CPF Submission Number (CSN), Payment Advice (CPF91) and
GIRO application form. Please quote your CSN when transacting with the Board e.g.
paying CPF contributions or writing to us.
You have a grace period of 14 days to pay the CPF contributions after the end of the
month for which CPF contributions are due. If the due date falls on Saturday, Sunday
or Public Holiday, CPF contributions must be paid by the next working day.
You will receive the Record of Payment (ROP) when your payment has been
processed. Please check your ROP and inform the Board immediately of any
inaccuracy. The ROP should be kept for future reference. If you have misplaced the
ROP and need a re-print, a service charge is payable.
For more information on CPF contribution rates and other employer-related matters,
please click here.
For enquiries on CPF Auto-eXcel Plus:
Contact Number : 6220-2340
Email Address : employer@cpf.gov.sg
For enquiries on CPF Contributions and Liabilities:
Contact Number : 1800-227-1188
Email Address : employer@cpf.gov.sg
Changing the legal status of your existing entity
Employers who are changing the legal status of their entities are required to re-apply
with the Board. Please re-apply using our Online Application service. You will
receive your new CSN after we have processed your application.
For enquiries, please call CPF Call Centre at 1800-227 1188 or email us at
employer@cpf.gov.sg
b. Registration of New Employee
For every new employee, you are required to complete the New Employee
Contribution Form (Form CPF 92) if you are submitting CPF contribution details
via hardcopy Payment Advice (Form CPF 91). Form CPF 92 has to be submitted with
Form CPF 91.
However, if you are submitting CPF contribution details via CPF e-Submission, Form
CPF 92 is not required.
Informing CPF Board Of Changes to your Business
a. Change of Address
Inform the Board of any change in your address by using our online application. A
SingPass is required. Please note that P.O. Box or V. Box addresses will not be
accepted.
b. Change in Entity
Employers who are changing the legal status of their entities are required to re-apply
with the Board. Please re-apply using our Online Application service. You will
receive your new CPF Submission Number after we have processed your application.
For enquiries, please call CPF Call Centre at 1800-227 1188 or email us at
employer@cpf.gov.sg.
c. Change in Name
Inform the Board in writing if there is a change in name and attach the documents
mentioned below which are obtainable from the Accounting & Corporate Regulatory
Authority (ACRA).
For companies, a copy of the Instant Computer Information (Business Profile) or
Certificate of Incorporation on Change of Name of Company must be
attached.
For business firms (i.e. sole-proprietor or partnership), a copy of the Instant Computer
Information (Business Profile) or Statement of Changes in Business
Particulars including Cessation of Business must be submitted.
d. Change in Employees’ Particulars
Ensure that the affected employees inform CPF Board of any changes in their personal
particulars which include:
 change in name
 change in passport/identity card/special pass number
 change in Singapore Permanent Resident (SPR) or citizenship status
e. Employees who have Left the Company
For electronic submission, indicate “Leavers” under the column
“Employment Status”. If you are using the Payment Advice, indicate the employee’s
last day of service under the column “Date left Employment” in the Payment Advice
(Form CPF 91).
f. Termination of Business / No more Local (Singaporean or Singapore
Permanent Resident) Employees
Employers who have terminated their businesses or have ceased to hire any local
employees, must inform the Board in writing immediately so that we can update their
CPF records.
EXCEPTIONS TO PAYMENT OF CPF FOR EMPLOYEES
Employees who are exempted from CPF Contributions
a. Foreigners on Employment Pass, S Pass, Miscellaneous Work Pass or
Work Permit
CPF contributions are not allowed for foreigners. Both the employer’s and employee’s
share of contributions for foreign employees on Employment Pass, S Pass,
Miscellaneous Work Pass or Work Permit will not be accepted.
b. Partners, Sole-proprietors or Self-employed
All Singapore citizens or Singapore Permanent Residents who derive income from
Singapore or from outside Singapore through any trade, business, profession or
vocation excluding employment under a contract of service are considered self-
employed. Unlike employees, they do not contribute to all three CPF accounts.
Instead, they are only required to contribute to their Medisave, which is computed
based on their annual net trade income earned.
c. Employees Working Overseas
CPF contributions are not mandatory for Singapore citizens or Singapore Permanent
Residents who work overseas. If you wish to continue making CPF contributions for
your existing employees who are posted overseas, these are deemed as voluntary
contributions. You have to register for a new CPF Submission Number (CSN) for such
payments.
COMPUTATION OF CPF
Definition of Wages
CPF contributions are computed based on the employee’s total wages for a calendar
month. Under the CPF Act, wages are defined as remuneration in money due or granted
to an employee in respect of his employment. These include overtime pay, allowances,
cash awards, commissions and bonuses. Annex A shows a general guide to the types of
payments that attract CPF contributions.
For the purpose of computing CPF contributions, wages are classified as follows:
 Ordinary Wages (OW)
Ordinary Wages are wages due or granted wholly and exclusively in respect of an
employee’s employment in that month and payable before the due date for payment
of CPF contributions for that month.
 Additional Wages (AW)
Additional Wages are wages which are not granted wholly and exclusively for the
month. Examples are annual bonus, leave pay, incentive and other payments made at
intervals of more than a month.
 Total Wages (TW)
The total amount of an employee’s wages for any calendar month is the sum of his
Ordinary Wages for the month and the Additional Wages paid to him in that month.
Total Wages (TW) = Total Ordinary Wages (OW) + Total Additional Wages (AW)
 Wages Not Paid Monthly
When wages are not paid according to the calendar month, e.g. weekly or fortnightly,
you have to apportion the wages according to the calendar month for which CPF
contributions are paid. The apportionment is necessary to determine the Ordinary
Wages for the calendar month on which CPF contributions are payable.
Example:
Company XYZ pays its employees wages every week. In the table below,
computation of CPF contributions for the month of February is based on the wages
from 1 to 28 February i.e. wages for 26 to 31 January for the first week and 1 March
for the last week are excluded.
Rates of CPF Contribution
The rate of CPF contribution is dependent on 3 factors:
1. Singapore Citizen or Singapore Permanent Resident (SPR)
2. Age group
3. Wage band
CPF contribution rates (from 1 September 2012) for Singapore Citizen and SPR
employees can be found here.
When Your Employee Moves to the Next Age Group
The contribution rates in respect of an employee above 35, 50, 55, 60 or 65 years of age
shall be applied from the first day of the month after the month of his 35th, 50th, 55th,
60th or 65th birthday.
Example:
An employee’s 50th birthday falls on 13 September 2012.
CPF contribution rate
For wages earned in September 2012 For wages earned in October 2012
(Above 35 to 50 years) (Above 50 to 55 years)
36% of total wages (>$1,500) 32.5% of total wages (>$1,500)
(Employer’s share = 16%; (Employer’s share = 14%;
Employee’s share = 20%) Employee’s share = 18.5%)
CPF FOR SINGAPORE PERMANENT RESIDENTS (SPR)
Foreign Employees who Obtain SPR Status
CPF contributions are payable once a foreign employee obtains SPR status. To help the
SPR employee adjust to the lower take-home pay, both the employer and employee will
contribute CPF at graduated rates for the first two years.
The first year rate is payable from the day the employee obtains his SPR status. The day
he obtains the SPR status refers to the date indicated on the entry permit (Form 5/5A) that
is issued by the Immigration and Checkpoints Authority of Singapore.
The second and third year rates are payable from the month following the anniversary of
the employee’s conversion to a SPR. For example, if your employee became a SPR on 23
January 2011, the first year rate would apply from 23 January 2011. The second and third
year rates will apply from 1 February 2012 and 1 February 2013 respectively.
Foreigners who have obtained their SPR status, should only maintain one CPF account.
Employers should advise such employees to inform CPF Board of their new Singapore
Identity Card Number so that their previous CPF account (if any) can be merged with
their new CPF Account. CPF contributions for SPRs into CPF accounts with the prefix
SA/SB/SD/SF/TC/TF will be rejected.
Please click here to find out how such employees can inform CPF Board of their new
Singapore Identity Card Number.
Types of SPR Contributions
SPR employees and their employers have the option to jointly apply to CPF Board to
contribute at other prescribed rates during the employee’s first two years of obtaining
SPR status.
A summary of the options available is as follows:
Contribution Rates
Option Employer Employee Application (from 1 September 2012)
1st year SPR 2nd year SPR
1. Graduated Graduated Mandatory once Please click here for Please click here for
rate rate employee obtains SPR the Graduated the Graduated
Employer and Employer and
Employee (G/G) Employee (G/G)
Contribution Rates Contribution Rates
2. Full rate Graduated Upon joint application Please click here for Please click here for
rate the Full Employer and the Full Employer and
Graduated Employee Graduated Employee
(F/G) Contribution (F/G) Contribution
Rates Rates
3. Full rate Full rate Upon joint application Please click here for the Full Employer and
Employee (F/F) Contribution Rates
(Also applicable for SPR in the 3rd year and
onwards of obtaining SPR status)
Option (1) applies once your employee obtains his SPR status. The day he obtains the
SPR status refers to the date indicated on the entry permit (Form 5/5A) that is issued by
the Immigration and Checkpoints Authority of Singapore. For options (2) and (3), the
employer and employee must jointly apply to the Board using the prescribed form
CNR/PR/94A. Once the application is approved, it is irrevocable. These rates will cease
to apply upon a change of employment within the first two years i.e. the rates will go
back to the graduated rates.
MODES OF SUBMITTING CONTRIBUTION DETAILS
You may wish to submit your CPF contribution details electronically via the CPF
website. For added convenience, the payment is deducted electronically when you submit
a file.
a. CPF e-Submission
The benefits of e-submission are as follows:
 Save you time and the hassle of paperwork
 Allow you to e-submit anytime, anywhere even when you are overseas
 Allow you to track your submission status online
 No more worries about lost cheque with e-payment
 Transmit data via encrypted channel to ensure maximum security
 Give you better control as the login access is restricted to only authorised staff
What are the modes for e-submission?
Mode of
For Whom How it Works
E-submission
CPF Auto-eXcel Employers Submit CPF contribution details via the CPF
Plus without a website. Auto-computation of CPF contribution
payroll system. amounts is provided.
You may pay via GIRO / eNETS.
File Transfer Employers with Export the CPF contribution details from your
Protocol (FTP) a compatible existing payroll system into an electronic file, and
using payroll
system (via CPF
payroll system. upload the file via the CPF website.
Auto-eXcel Plus)
You may pay via GIRO / eNETS.
Please check with your payroll vendor for details.
AXS Employers with Submit CPF contribution details via AXS Stations*.
10 or fewer No PC or internet connection is necessary.
employees.
You may pay via GIRO / D-Pay (ATM cards) /
Diners Club card.
*There are over 700 AXS stations islandwide.
Provident and Employers with If your current payroll software is compatible with
Tax (PAT) or without a CrimsonLogic's PAT, you can upload the data from
payroll system your payroll system to PAT for submissions to CPF
and want to and IRAS.
submit CPF
and IRAS If you do not have a payroll system, PAT also
returns using provides the option to prepare and submit CPF
one system. contributions via the PAT website.
Please note that fees are payable to CrimsonLogic
for the use of this service. For more information,
please visit CrimsonLogic's PAT website.
Contact Us
For enquiries on e-submission:
Electronic Submission Section
Tel : 6220 2340
Email : employer@cpf.gov.sg
Fax : 6229 3499
b. Submission Using Hardcopy Payment Advice
Please complete and return the following forms if you are submitting contribution
details in hardcopy:
 Payment Advice (Form CPF 91), giving details of the CPF contributions payable. If
the employer has more than 5 employees, complete the details on Form CPF 91A
 New Employee Contribution Form (Form CPF 92), if you are paying CPF
contributions for the first time for your employee(s), or if the name of your
employee(s) does not appear on the CPF Payment Advice.
The Ordinary and Additional Wage details should be completed for all the CPF
payment forms (Forms CPF 91, CPF91A and CPF 92).
The Record of Payment (Form CPF 90) will be sent to you once the contribution details
have been received and your payment processed. Your Payment Advice for the
following month’s submission will be enclosed with the Record of Payment. You are
advised to check your Record of Payment and inform the Board immediately of any
inaccuracy in your payment record.
The Record of Payment should be kept for future reference. If you have misplaced the
Record of Payment and request a reprint, a service charge will be levied.
Since 2005, employers with 11 or more employees have to pay a Processing Fee (PF)
of $7 per employee per month, if they submit CPF contribution details using hardcopy
Payment Advices. The same PF will be extended to employers with 4 to 10 employees
in time to come. Subsequently, employers with 3 or fewer employees may also need to
pay the processing fee if they are submitting their CPF contribution details via the
hardcopy Payment Advice.
MODES OF PAYMENT
CPF contribution details must be submitted together with CPF payments. Employers can
make payments by either one of the modes listed below:
a. Inter-bank GIRO
General Inter-Bank Recurring Order (GIRO) is a convenient and cashless mode of
paying CPF contributions for employees.
The GIRO arrangement authorises the Board to deduct the monthly CPF
contributions from the employer’s bank account. The amount deducted is based on
the contribution details submitted by the employer before the stipulated date.
To sign up for GIRO, please complete and submit the Application for Interbank
GIRO (IBG) form to CPF Board. Upon receipt of the form, the Board will send an
acknowledgement letter to the employer.
The GIRO arrangement is in place once the employer’s application is approved by the
bank. The arrangement will only be terminated when the employer have specifically
instructed the bank as well as the Board to do so.
b. Standing Instructions (SI)
Small employers (1-10 employees) can give a one-time standing instruction to pay a
fixed CPF amount for their employees every month. This is suitable for employers
whose CPF contributions do not vary monthly. All the employer needs to do is to
complete and submit these forms to the Board:
 complete the Standing Instruction Form (SI1/GIRO)
 complete the Application for Interbank GIRO Form (IBG)
The same amount will automatically be deducted on the 14th of each month through
GIRO. If the 14th falls on a Saturday, Sunday or public holiday, the deduction will be
made on the next working day. If there are changes taking effect from a particular
month, the employer has to complete and submit a new Standing Instruction Form to
the Board. The completed form is to be received by the Board at least 2 working days
before the deduction date.
For additional payments such as bonuses and leave pay, the employer only needs to
submit a Payment Advice (Form CPF 91) stating the contribution details. The
employer is not required to submit a new Standing Instruction Form. Alternatively,
the employer may make payment via the AXS stations or the CPF website (via CPF
e-Submission). The additional payment will also be deducted through GIRO.
c. eNETS
This option is suitable for employers who want to retain tight control over their cash
flow and yet enjoy the convenience of electronic payment.
With e-payment, employers are able to initiate the deduction. The bank does an
immediate check to determine if there are sufficient funds so payment transactions
can be confirmed immediately. To use the free e-payment system, the employer has
to:
 sign up for CPF e-Submission (Employers) and
 have a personal account with DBS, POSB, UOB, OCBC or Citibank (Maxisave/
Ready Credit)
d. Cheques
Cheques should be crossed and made payable to the CPF Board. The reverse side of
each cheque must bear the CPF Submission Number (CSN). Cheque payments can be
made at any CPF Service Centres. All cheque payments should be accompanied by the
relevant payment forms.
e. Cash
Cash payment can be made at any Singapore Post Office. A receipt will be issued for
cash payments at the Singapore Post Office. Please do not send cash through post.
f. NETS/CashCard
Payment by NETS/CashCard can be made at any Singapore Post Office located
islandwide. A receipt will be issued for payment made.
g. Diners Club Credit Card/D-Pay (ATM cards)
Payment by Diners Club Credit Card/D-Pay (ATM cards) can be made at any AXS
station located islandwide. A receipt will be issued for payment made.
h. Interfund Transfer
Fund transfer using OCBC corporate account. This option is only available for e-
submission via Velocity@ocbc.
OTHER OPTIONAL CPF CONTRIBUTIONS
Additional Medisave Contribution Scheme (AMCS)
Employers can contribute more to their employees’ Medisave account via the Additional
Medisave Contribution Scheme (AMCS). Only Singapore Citizen and Singapore
Permanent Resident employees are eligible for AMCS.
Employers can use the AMCS to implement the Portable Medical Benefits Scheme
(PMBS). They can also return or transfer any accrued medical benefit of their employees
into their CPF Medisave Account. Employees may then use the additional Medisave
contributions to purchase approved personal medical insurance, or meet healthcare
expenses when the need arises. In addition, AMCS contributions are tax-free for
employees and relevant tax benefits may also apply to employers.
Participation in this scheme is voluntary. Employers may vary the number of employees
receiving these additional contributions. Employers may also pay any amount so long as
the total contribution to the employee's Medisave Account does not exceed $1,500 per
year. Any excess contribution will be refunded to the employer without interest. AMCS
contributions are not part of the prevailing CPF Annual Limit.
Making AMCS for your employees
To participate in AMCS, you will need to be issued with a separate CPF Submission
Number (CSN). Please click here to apply.
You should submit your application as soon as you intend to make AMCS for your
employees. Once your application is approved, you will receive a CSN for AMCS.
Voluntary CPF Contributions (VC)
Making VC as an Employer
Employers can choose to make Voluntary Contributions (VC) to their employees’ CPF
accounts. To make VC, you will need to be issued with a separate CPF Submission
Number (CSN). Please click here to apply.
You should submit your application as soon as you intend to make VC for your
employees. Once your application is approved, you will receive a CSN for VC.
When making VC, please note that backdating of VC is not allowed and the VC made
will be treated as the current month’s contribution.
Making VC as a CPF Member
Singaporeans and Singapore Permanent Residents can make VC either to:
No. Types of VC Applicable limit(s) Tax deductions
1. All 3 CPF Accounts CPF Annual Limit Non-tax deductible
for both payer and
(Find out the allocation recipient
to each account with
the Voluntary
Contribution
Calculator)
2. Medisave Account only Medisave Contribution Ceiling Tax deductible for
(MCC) or the CPF Annual Limit, recipient only
whichever is lower.
When making VC, please note that backdating of VC is not allowed and the VC made
will be treated as the current month’s contribution.
In order for the year’s CPF Annual Limit to be applied to the contributions, CPF Board
must receive the VC by the last working day of the year. For example, cheques issued for
VC for 2011 should reach the Board by 30 December 2011. Any VC paid in excess of the
approved limit will be refunded without interest.
VC payments can be made using the following methods:
Payment Things to Note
Mode
GIRO You can make monthly VC into your 3 CPF Accounts by completing a
(only for GIRO form. Upon GIRO approval, login to My Requests or complete
monthly VC the Standing Instruction Form and indicate the VC amount you wish to
into 3 CPF contribution monthly.
Accounts)
e-Cashier at Payment can be made via eNETS Debit or Credit. For eNETS Debit
CPF website payment service, the participating banks are DBS/POSB, UOB, Citibank
and OCBC. Payment by eNETS is subject to the daily withdrawal limit
set by your bank. Please click here to access the e-Cashier.
AXS Station Payment can be made with an ATM Card (via D-Pay or NETS) or Diners
Club Credit Card. Payment by ATM Card is subject to the daily
withdrawal limit set by your banks.
iNETS Kiosk Payment can be made via NETS, CashCard or FlashPay Card. Payment
by NETS is subject to the daily withdrawal limit set by your bank.
Cheque Cheques should be crossed and made payable to the “CPF Board”. The
cheque should be submitted with FORM VC/1 – Voluntary Contribution
for CPF Member.
Cheques may be mailed to CPF Board or dropped at any CPF Service
Centre.
Please also remember to:
(i) date and sign the cheque correctly;
(ii) ensure that the words and figures tally; and
(iii) counter sign against any amendment/alteration.
Those who want to save more for their retirement can contribute to the Supplementary
Retirement Scheme (SRS). For more information on SRS, please click here.
LIMITS ON CPF CONTRIBUTIONS
Ordinary Wage (OW) Ceiling
The Ordinary Wage (OW) Ceiling sets the maximum amount of Ordinary Wages on
which CPF contributions are payable per month.
From 1 September 2011, the OW Ceiling is revised from $4,500 to $5,000 per month.
Additional Wage (AW) Ceiling
The Additional Wage (AW) Ceiling sets the maximum amount of Additional Wages on
which CPF contributions are payable per year. An employee’s AW Ceiling is computed
on a per employer basis.
With the increase in the OW Ceiling from $4,500 to $5,000 from 1 September 2011, the
AW Ceiling for 2011 and 2012 are revised as follows:
No. Scenarios Additional Wage Ceiling
Employee whose last day of employment is $76,5001 – Total Ordinary Wages
1.
before 1 Sep 2011 subject to CPF for 2011
Employee whose last day of employment
falls within the period from 1 Sep to 31 Dec
2011; OR $79,3332 – Total Ordinary Wages
2.
subject to CPF for 2011
Employee who is still in employment on 31
Dec 2011
$85,0003 – Total Ordinary Wages
3. Employee in employment from 1 Jan 2012
subject to CPF for 2012
1
Equivalent to 17 months x $4,500
2
Equivalent to (8/12 x 17 months x $4,500) + (4/12 x 17 months x $5,000)
3
Equivalent to 17 months x $5,000
You are required to monitor and limit the contributions on Additional Wages of your
employees. This is to prevent the refund of excess payment and avoid situations where
refunds could not be made due to insufficient funds in the employee’s CPF accounts.
For more information, please refer to Annex B, “Calculating Additional Wage (AW)
Ceiling”.
Click here to use the AW Ceiling Calculator
Voluntary Contribution (VC) Limit
The maximum amount of voluntary contributions for a person is the difference between
the CPF Annual Limit of $30,600 and the amount of mandatory contributions made for
the calendar year. No further voluntary contributions can be made if the mandatory and
voluntary contributions have already reached the prevailing CPF Annual Limit of
$30,600.
Mandatory contributions (MC) are compulsory contributions required under the CPF Act.
These include CPF contributions on the Ordinary and Additional Wages for employees,
and Medisave contributions by self-employed persons.
The maximum amount of voluntary contributions that can be made for the calendar year
is as follows:
Maximum amount of VC = $30,600 – MC
Any voluntary contributions paid in excess of the approved limit will be refunded without
interest.
COMMON MISTAKES MADE BY EMPLOYERS
How to avoid common mistakes made by employers
Common mistakes
 Under/Overpayment due to wrong classification of Ordinary Wages and
Additional Wages
 Underpayment when CPF contributions are based on wages not paid monthly
 Under/Overpayment when wrong CPF contribution rates are applied
 Under/Overpayment when wrong CPF contribution rates for Singapore
Permanent Residents are applied
 Overpayment when CPF contributions for Ordinary Wages (OW) are paid above
the OW Ceiling
 Overpayment to employees who:
(a) resign in mid-month
(b) go on no pay leave in mid-month
 Non-payment for:
(a) part-time/casual employees
(b) employees on probation
(c) employees on the last month of employment
 Non-payment of CPF contributions on allowances such as:
(a) transport allowance
(b) third-party commission
 Non-payment for employees under a contract of service
 Excess CPF contributions deducted from employees’ wages
Common Mistake Correct practice
Under/Overpayment due to Employers should determine whether the wages paid
wrong classification of are Ordinary Wages (OW) or Additional Wages (AW)
Ordinary Wages and before determining the CPF contributions payable.
Additional Wages
Example 1: Where commissions are paid as
Ordinary Wages
Andy earned a monthly salary of $2,500 in October
2011. In the same month, he also received a
commission of $3,000 for work done in October 2011.
As his commission was paid out together with his
salary in October 2011, both his salary and commission
would be classified as OW. Hence the total OW is
$5,500 and this amount will be subject to the OW
ceiling of $5,000 in October 2011.
Example 2: Where commissions are paid as
Additional Wages
Natasha works as a sales personnel in a retail shop. At
the end of each month, she will receive her basic pay of
$1000 and about $2000- $5000 of commissions earned
from the previous month’s sales of the luxury bags.
The commissions are considered as AW since the
commissions are due and payable in the following
month. Hence, the total wages should not be capped at
the Ordinary Wage ceiling of $5,000 when computing
her CPF contributions.
Underpayment when CPF When wages are not paid according to the calendar
contributions are based on month, e.g. weekly or fortnightly, employers should
wages not paid monthly not determine the CPF contributions based on the
wages paid on the different days of the month
individually.
Instead, employers should apportion the wages
according to the calendar month for which CPF
contributions are paid. The apportionment is necessary
to determine the Ordinary Wages for the calendar
month on which CPF contributions are payable.
Example:
Betty pays her employee wages every week. When
determining the CPF contributions payable, Betty
should add up the total wages earned for the calendar
month, e.g. from 1st to 31st October.
Under/Overpayment when Employers should check the CPF contribution rates
wrong CPF contribution rates applicable for their employees before determining the
are applied CPF contributions payable, especially when:
(i) the employee’s total wages is less than $1,500
(ii) the employee has crossed over to the next age
group
Example 1: Where the employee’s total wages is less
than $1,500
Chris has an employee who is 36 years old and earned
$1,400 in October 2011. Chris should apply the
phased-in CPF contribution rates for aged above 35
years old to 50 years old where total monthly wages are
less than $1,500 for his employee. Therefore, the CPF
contribution payable for October 2011 should be:
[[$172.20 + {0.226 x ($1400.00 - $1200.00)}] +
[$120.00 + 0.24 x ($1400.00 - $750.00)]
= $493 (Rounded to the nearest dollar)
Example 2: Where the employee has crossed over to
the next age group
Doris has an employee who is earning a monthly salary
of $2,000 and turned 50 years old on 13 October 2011.
Doris should apply a lower CPF contribution rate of
30% from 1 November 2011 for her employee.
Therefore, the CPF contribution payable for November
2011 should be:
$2,000 x 30% = $600.
Under/Overpayment when Employers should check the date his employee
wrong CPF contribution rates obtained his Singapore Permanent Resident (SPR)
for Singapore Permanent status at the point of employment before determining
Residents are applied the CPF contributions payable.
The first year rate is payable from the day the
employee obtains his SPR status. The day he obtains
the SPR status refers to the date indicated on the entry
permit (Form 5/5A) that is issued by the Immigration
and Checkpoints Authority of Singapore. The second
and third year rates are payable from the month
following the anniversary of the employee’s conversion
to a SPR.
Example:
Eric has an employee who is 34 years old, earned a
monthly salary of $4,000 and obtained his SPR status
on 14 October 2011. Eric should apply the 1st year SPR
graduated CPF contribution rate of 9% from 14
October 2011 onwards for his employee.
Assuming that the pro-rated salary from 14 to 31
October 2011 was $1,000; the CPF contributions
payable should be based on $1,000 and not $4,000.
The CPF contributions payable for October 2011
should be:
4% ($1000.00) + $30 + 0.06 ($1000.00 - $750.00)
= $85 (Rounded to the nearest dollar)
Overpayment when CPF Employers should pay CPF contributions for Ordinary
contributions for Ordinary Wages (OW) up to the OW Ceiling of $5,000.
Wages (OW) are paid above
the OW Ceiling Example:
Fiona is 34 years old and earned a monthly salary of
$6,000 in October 2011. The CPF contribution payable
for October 2011 should be based on OW ceiling of
$5,000. Therefore, CPF contributions payable for
October 2011 should be:
$5,000 x 36% = $1,800 (Rounded to the nearest dollar)
Overpayment to employees Employers should use the pro-rated salary to determine
who: the CPF contributions payable to employees who
a) resign in mid-month resign or go on no pay leave in mid-month.
b) go on no pay leave in mid-
month Example:
Greg has an employee who earned a monthly salary of
$4,000 and resigned on 15 October 2011. Assuming
that the salary payable from 1 to 15 October 2011 was
$2,000; the CPF contributions payable should be based
on $2,000 and not $4,000.
Non-payment for: Employers should pay CPF for employees
a) part-time/casual employees (Singaporean/SPR) as long as they earn more than $50
b) employees on probation in a month, regardless if they work part-time/during
c) employees on the last month probation/on his last month of employment.
of employment
Example 1: Employment of casual/part-time
employees:
Mdm Sim is a housewife and she works as a food stall
helper from 7:30am - 11:00am on every Monday and
Wednesday. She is given $30 for each day that she
works. CPF should be paid to Mdm Sim since her
monthly wages are approximately $240 ($30 x 2 x 4
weeks).
For employees who are on no pay leave or have
resigned/been terminated, employers should compute
the CPF contributions payable based on the pro-rated
wages and not the full wage for the month.
Example 2: Employee working on his last month of
employment:
Helen has an employee who earned a monthly salary of
$4,000 and resigned on 31 October 2011. Helen has to
pay him CPF contributions on his total wages paid up
to 31 October 2011.
Non-payment on allowances: Employers should ensure that CPF contributions are
a) transport allowance paid on allowances, e.g. attendance allowance, meal
b) third-party commission allowance, transport allowance, third-party
commission etc.
On the other hand, CPF is not payable on
reimbursements since reimbursements are expenses
claimed for the actual cost incurred while performing
official duties. The amount claimed should be
supported by receipts.
It includes:
a) travel in the line of official duty;
b) travel between home and workplace beyond normal
working hours, for example on rest days and public
holidays;
c) travel from home/office to the place of assignment;
and
d) actual transport expenses where employer is obliged
to provide transport and where transport is not
available.
Example 1: Transport allowance
Lily works at an electronics company in Tuas
Industrial park. As the location of the workplace is
rather remote, the company gives her $150 every
month to cover her travelling expenses to work. CPF
is payable on the $150 since it is a transport
allowance.
Example 2: Third-party commission
CPF contributions are payable on third-party
commissions as long as the commissions are money
for services rendered by the employee during his
employment. Third-party commissions are
commissions that an employee earns from third parties
for services rendered by him by virtue of his
employment.
The arrangement to pay commissions can be formal or
informal and CPF contributions are payable on such
third-party commissions regardless of whether the
employer earns a commission or whether such
commissions are stated in the employment contract.
For instance, Ivan is a salesperson and has to
recommend his customers the financial institutions
listed by his employer for car insurance. For any
insurance he sells, he would be paid a commission
from the financial institutions. CPF contributions are
payable on such commissions.
Non-payment for employees Employers should ensure that CPF contributions are
under a contract of service paid for all employees under a contract of service.
Example:
Jill employs a part-time receptionist, who comes to
work a few days per month. There is neither a written
agreement nor a need to serve termination notice.
Jill has to pay CPF contributions for her temporary,
part-time or permanent employees as long as there are
wages due and payable to these employees.
Excess CPF contributions Employers should not deduct any CPF contributions
deducted from employees’ from employees’ wages if they are earning $500 and
wages below in a month. For employees earning more than
$500 in a month, employers should compute the
employee’s share of CPF contributions based on the
stimulated rates under the CPF act. Employers must
refund the money to employees if they have over-
deducted from their employees’ wages for CPF
contributions.
REFUND OF CPF CONTRIBUTIONS PAID
Refund of CPF Contributions Paid in Excess
Under Section 75 of the CPF Act, the Board may refund the excess CPF contributions,
only if the Board is satisfied that the amount of contributions paid for the year on
additional wages exceeds the amount of contributions payable on such additional wages
after re-computation of the Additional Wage Ceiling in accordance with the First
Schedule.
You should only pay contributions on the Additional Wages up to the Additional Wage
Ceiling. If excess contributions have been made, employers and employees can apply for
a refund.
All applications must be submitted when Total Wages are known, or in the following
year. Online applications can be submitted through the E-services page on the website.
Refund of CPF Contributions Paid in Error
Under Section 74 of the CPF Act, the Board may refund any CPF contributions paid only
if the amount had been paid in error. An error can occur when there is a discrepancy
between the amount of CPF contribution paid and the amount of CPF contribution
payable at the end of the month.
If you have inadvertently paid more CPF contributions than required, you may apply for
a refund within one year from the date of payment. Online applications can be submitted
through our E-services page on the CPF website.
For example, assuming that under the employment terms, an employee is paid a certain
bonus on the condition that he continues his employment with the employer for the next
six months following the bonus payment.
If an employee was given the bonus in December 2010 but had resigned within the month
of December 2010, then the bonus could no longer be considered as payable to him for
that month. If CPF contributions had been paid on the bonus, there would be a
discrepancy between the amount of CPF contribution paid and the amount of CPF
contribution payable at the end of December 2010. This would constitute an error and a
refund of CPF contributions paid on the bonus could be made. However, if an employee
resigned after December 2010, the bonus would be considered payable to him in the
month of December 2010 under the employment terms. In this instance, there is no
discrepancy between the amount of CPF contributions paid and the amount of CPF
contributions payable at the end of December 2010. Thus, the Board is unable to refund
CPF contributions paid on the bonus for the employee who had resigned after the
payment month of the bonus.
ENFORCEMENT OF CPF CONTRIBUTIONS
Enforcement
The Board takes a serious view on employers who make late payments or do not pay CPF
contributions for their employees. Upon detection of late payment or non-payment of
contributions, action will be taken to recover any arrears or CPF contributions owing.
Step 1: Employers in Default
The Board’s computerised system detects defaulting employers and lists them out each
month for follow-up action by Investigations Officers. A notice is sent by registered post
to the employers informing them that legal action will be taken unless CPF contributions,
interest and composition amount are paid within the notice period. Employees, whose
contributions are not paid, will be informed of the non-payment.
Step 2: Employers who Fail to Pay before the Court Hearing
If the employers fail to pay up, they will be taken to court. The court will order them to
pay the contributions, interest as well as a court fine.
Step 3: Conviction
If the employers still do not pay up, a warrant will be issued to seize and sell the
employers’ assets. Bankruptcy or winding up proceedings may also be instituted against
the employers. However, this will only be used as a last resort.
First-time defaulters, who are convicted of a late payment offence, may be fined $2,500
for each offence. Repeat offenders may be fined $10,000 for each offence.
The director, manager, secretary or other officer in charge of paying the CPF
contributions, as well as the corporate body found guilty of a late payment offence may
be fined $2,500 for each offence. Repeat offenders may be fined $10,000 for each
offence.
Employers, who have recovered the employee’s share of contributions and have failed to
pay the contributions to the Board, may be fined $10,000 or jailed 7 years, or both.
Industry Surveys
The Board conducts spot checks on various industries to determine the level of
compliance. Such checks involve on-site inspection of employees’ wage records. Should
discrepancies be detected, interviews and verifications with the employees may be
conducted on the spot, and further checks made on the wage records.
If the employer is found to have underpaid or omitted paying contributions, the arrears
plus penalty interest will be computed and recovered.
Interest on Late Payment
Interest on late payment is calculated daily at the rate of 1.5% per month, starting from
the first day of the following month after the contributions are due (e.g. interest for
January contributions will be calculated from 1 February). The minimum interest payable
is $5 per month.
Example
XYZ Company made a CPF contribution of $3,000 for the month of October on 20
November 2010. This payment is late by 19 days. Therefore, the amount of late payment
interest will be:
= $3,000 x 1.5% x 19/30*
= $28.50
*Number of days the payment is late/number of days in the month. The cents should be
dropped for the interest. Hence, the late payment interest payable will be $28.
Keeping your Employees Informed
You may also encourage your employees to check their Statement of Account to ensure
that you have paid their CPF contributions correctly. If the CPF contributions are not paid
correctly, they should inform the Board on the matter. Employees can access their
Statement of Account anytime, anywhere through my CPF online services with their
SingPass.
AGENCY SERVICES
Collection of Levies, Funds and Donations
The CPF Board is also the collecting agent for the following:
 Foreign Worker Levy (FWL)
 Skills Development Levy (SDL)
 Mosque Building and Mendaki Fund (MBMF)
 Singapore Indian Development Association (SINDA) Fund
 Chinese Development Assistance Council (CDAC) Fund
 Eurasian Community Fund (ECF)
 SHARE Programme Donations
Foreign Worker Levy (FWL)
The FWL is a pricing mechanism to control the number of foreign workers (including
foreign domestic workers) in Singapore.
An employer who is liable to pay levy for his foreign workers is not required to pay CPF
contributions for them. However, he is required to pay Skills Development Levy (SDL)
at the prevailing rate. In addition, if a work permit holder on the FWL Scheme is
subsequently granted Singapore Permanent Resident (SPR) status, he will be placed on
the CPF scheme. This will take effect from the day he is granted SPR status.
For more information on the levy rates, please refer to the Ministry of Manpower (MOM)
website at www.mom.gov.sg.
a. Mode of payment
It is compulsory for all FWL employers to pay the levy by Inter-bank GIRO (IBG)*.
Employers who fail to do so may risk their workers’ permits being cancelled.
The IBG application form is available at employer.cpf.gov.sg and at all CPF Service
Centres. If the levy is due before the bank approves the IBG application or if the IBG
deduction is unsuccessful, employers will have to pay through any of the following
modes:
i. NETS
Payment using NETS for business and domestic foreign worker levy can be made at
any SingPost office. You can also use NETS to pay your domestic foreign worker
levy at any iNETS kiosk or SAM machine.
ii. Cash
Cash payment can only be made at SingPost office together with a FWL payment
advice (FWL 50A). Please do not send cash by post.
iii. Cash Card/FlashPay Card
Cash cards/ FlashPay cards can be used to pay domestic foreign worker levy at any
iNETS kiosk. You may also use a cash card to pay business and domestic foreign
worker levy at any SingPost office.
iv. Cheques
Cheques may be mailed to CPF Board or dropped at any CPF Service Centre. The
cheque should be accompanied by a payment advice (FWL 50A). Please indicate
the following on the reverse side of the cheque:
(i) 'For FWL Payment' (ii) CPF Submission Number (iii) Employer's Name
(iv) Contact Number
v. Diners Club Credit Card/D-Pay (ATM cards)
Payment by Diners Club Credit Card/D-Pay (ATM cards) can be made at any AXS
station.
vi. eNETS (also known as Internet Banking)
You can perform eNETS through the iFWLB website www.mom.gov.sg> Services
and Forms > Internet Foreign Worker Levy Billing system (iFWLB). You will need
your SingPass and an Internet Banking account with DBS, UOB, OCBC or
Citibank. To obtain a SingPass, please visit www.singpass.gov.sg
*The levy for a confinement nanny will be billed together with the foreign domestic
worker levy, and the total levy amount will be deducted via GIRO. If you do not have
a foreign domestic worker, there is no need for a GIRO account. You can make
payment through the modes stated above. For more details on confinement nannies,
please visit www.mom.gov.sg
b. Grace period for payment
The grace period for FWL payment is 14 days after the end of the month for which
the levy is due and payable. For employers who are on FWL IBG payment, the levy
deduction will be made on the 17th of the month. If the 17th falls on a Saturday, Sunday
or Public Holiday, the levy will be deducted on the next working day.
c. Late payment of levy
Interest on late levy payment is calculated at 2% interest rate per month or $5, up to a
maximum of 30% of the outstanding levy (whichever is greater), starting from the first
day of the month in which the levy is due. (E.g. interest for January’s levy will be
calculated from 1 February.)
d. Work Permit Cancellation
The employer must return his worker’s work permit to the Work Pass Division
immediately for cancellation when the worker leaves the employment. If the employer
fails to do so, levy has to be paid for the worker for as long as the work permit
remains valid. For more details, please contact MOM (Work Pass Division) or visit
MOM website at www.mom.gov.sg.
e. Waiver of FWL
An employer may apply for a waiver of Foreign Worker Levy (FWL) under
circumstances allowed by MOM. This applies to worker(s) not in Singapore for any of
the following reasons:
 on home leave# (not applicable to Malaysian workers)
 on vacation leave*# of at least 7 consecutive days
 fails to return to Singapore after home leave/vacation
 on hospitalisation leave
 under police custody or is housed at the Embassy
 granted Singapore Permanent Resident status
 on board of a vessel which leaves Singapore's port for at least 3 consecutive days
(applicable to workers who are in the harbour craft industry)
 serving National Service in his home country for 3 months (applicable
to Malaysian workers only).
*Vacation leave refers to the period where foreign worker travels to another country
other than the country of origin for the purpose of leisure. During the trip, he/she
shall not engage in any form of employment, whether paid or unpaid.
#
Levy waiver for each foreign worker under this scenario is capped at a maximum of
60 calendar days per year.
The employer may submit an application online by logging in with the SingPass.
Alternatively, the employer can download the form (FWL 12) and mail it back to CPF
Board. Please refer to the application form for more information on the supporting
documents required.
The employer will need the CPF Submission Number (CSN) to complete the form.
The application must be made within one year after the end of the month in which the
levy has been paid. The amount waived will be used to offset future payments of the
FWL. However, the employer can apply for a refund of the amount waived if foreign
workers are no longer employed.
f. Refund of FWL Paid in Excess
If excess levy has been paid, the employer can use it to offset any outstanding
levy/penalty before applying to CPF Board for a refund. The refund must be
made within one year after the end of the month in which the levy has been paid.
To apply for the refund, the employer may submit the online application, or print a
copy of the application form (FWL 7) and mail it back to CPF Board.
The employer will need the CPF Submission Number (CSN) to complete the form.
Skills Development Levy (SDL)
CPF Board collects SDL on behalf of the Singapore Workforce Development Agency
(WDA). The SDL collected is channelled into the Skills Development Fund (SDF),
which provides grants to employers who send their employees for training.
Under the Skills Development Levy (SDL) Act, employers are required to pay the SDL
for every employee they hire.
Employers are required to contribute SDL for all employees* up to the first $4,500 of
gross monthly remuneration** at a levy rate of 0.25%, subject to a minimum of $2,
whichever is higher. For more details, please click here.
*
Employees include full-time, casual, part-time, temporary and foreign employees
rendering services wholly or partly in Singapore.
**
Remuneration is any wage, salary, commission, bonus, leave pay, overtime pay,
allowance (e.g. housing) and other payments in cash.
Example of computation
GROSS MONTHLY
EMPLOYEE SDL PAYABLE REMARKS
REMUNERATION
Minimum of $2 is
A $150.80 $2.00
payable
Minimum of $2 is
B $609.50 $2.00
payable
C $2,000.00 $5.00 0.25% levy
D $4,500.00 $11.25 0.25% levy
First $4,500 levied at
E $4,502.03 $11.25
0.25%
First $4,500 levied at
F $10,000.00 $11.25
0.25%
Total SDL $42.75 $42.00 is payable
Total SDL Payable is $42.00. Cents should be ignored only when you arrive at the
TOTAL SDL Payable.
Computation of SDL
Please also refer to the SDL Calculator to compute the total SDL payable.
Mosque Building and Mendaki Fund (MBMF)
Mosque Building & Mendaki Fund (MBMF) comprises the Mosque Building component,
the Mendaki component and the Religious Education component:
i. The Mosque Building component is used to build new mosques, upgrade and
redevelop current mosques.
ii. The Mendaki component is used to develop educational and social programmes to
strengthen and uplift the Malay/Muslim families.
iii. The Religious Education component is used to support the current and future religious
education needs of the Muslim Community.
All working Muslim Singapore Citizens, Singapore Permanent Residents and foreign
workers are required to contribute to the MBMF according to the wage levels below:
Monthly Contribution
Monthly Total Wages1 (with effect from 1 March
2009)
Less than $1,0012 $2.00 (no change)
$1,001 to $2,000 $3.50
$2,001 to $3,000 $5.00
$3,001 to $4,000 $12.50
$4,001 and above $16.00
1
Total wages refer to all remuneration in money due or granted to an employee in
respect of his employment, including overtime pay, allowance (e.g. food, shift or
transport allowances), commission and bonus.
2
An employee whose wages for a particular month is $200 and below does not have to
contribute to the Fund.
The prescribed amounts will be automatically deducted from the wages of Muslim
employees. If the employees wish to contribute different amounts or opt out, they can
complete the MBMF Change Form from the MUIS and submit it to their employers for
endorsement before returning it to the MUIS.
Singapore Indian Development Association (SINDA) Fund
All employees belonging to the Indian* Community may contribute monthly to the
SINDA Fund according to the wage levels below:
Minimum Monthly
Wage Level
Contribution
Up to $600 $1.00
Above $600 - $1,500 $3.00
Above $1,500 - $2,500 $5.00
Above $2,500 $7.00
* Refers to every person of Indian descent including Bangladeshis, Bengalis, Parsees,
Sikhs, Sinhalese, Telugus, Pakistanis, Sri Lankans, Goanese, Malayalees, Punjabis,
Tamils and all people originating from the Indian sub-continent. Foreign workers on the
Foreign Worker Levy Scheme do not have to contribute to the Fund.
The prescribed amounts will be automatically deducted from the wages of the employees.
If the employees wish to contribute different amounts or opt out, they have to obtain the
relevant forms from the SINDA and submit them to their employers for processing.
Chinese Development Assistance (CDAC) Fund
All employees belonging to the Chinese Community (Singapore Citizens and Singapore
Permanent Residents) may contribute monthly to the CDAC Fund according to the wage
levels below:
Minimum Monthly
Wage Level
Contribution
Less than $2,000 $0.50
$2,000 or more $1.00
The prescribed amounts will be automatically deducted from the wages of Chinese
employees. If employees wish to contribute different amounts or opt out, they have to get
the relevant forms from CDAC and submit them to their employers for endorsement
before returning them to the CDAC.
Eurasian Community Fund (ECF)
All employees belonging to the Eurasian Community (Singapore citizens and Singapore
Permanent Residents) may contribute monthly to the Eurasian Community Fund
according to the wage levels below:
Minimum Monthly
Wage Level
Contribution
Up to $1,000 $2.00
Above $1,000 - $1,500 $4.00
Above $1,500 - $2,500 $6.00
Above $2,500 - $4,000 $8.00
Above $4,000 $10.00
The prescribed amounts will be automatically deducted from the wages of Eurasian
employees. If the employees wish to contribute different amounts or opt out, they have to
obtain the relevant forms from the Eurasian Association (EA) and submit them to their
employers for endorsement before returning them to the EA.
SHARE Programme Donations
CPF Board collects donations for SHARE on behalf of the Community Chest, a division
of National Council of Social Service. The contribution will support critical social service
programmes that help children with special needs and youths-at-risk, people with
disabilities, frail and lonely elderly and families facing difficulties. Donations by
employees are voluntary and deducted from their wages.
Refund of excess payment
Employers who want to apply for a refund of excess payment of SDL, MBMF, SINDA,
CDAC, ECF, and SHARE donations should approach the agencies concerned.
Government-Paid Maternity Leave (GML)
The Government-Paid Maternity Leave (GML) Scheme was introduced in 2004.
Enhancement to the scheme was announced on 17 August 2008 and came into effect
legally on 31 October 2008. Under the enhanced GML scheme, employers may claim
reimbursement for up to 16 weeks of paid maternity leave taken by eligible female
employees. The reimbursement amount is capped at $10,000 (including employer’s CPF
contribution) per 4 weeks of maternity leave taken.
Benefits under Enhanced GML Scheme
Maternity leave has been extended from the 12 weeks to 16 weeks with effect from 31
October 2008 for all births as long as the working female employee meets all eligibility
criteria as stipulated in the Children Development Co-savings Act (CDCA).
For the first 2 confinements, the first 8 weeks of maternity leave will continue to be
paid by the employer. The last 8 weeks will be paid by the Government. For the third
and subsequent confinements, the full 16 weeks will be paid by the Government. The
amount of reimbursement is capped at $10,000 per 4 weeks i.e. $20,000 each for the first
2 confinements and $40,000 each for the third and subsequent confinements.
The last 8 weeks of maternity leave (9th to 16th week) can be taken flexibly over a period
of 12 months from the date of child’s birth if there is mutual agreement between the
employer and employee. For employers to claim Government reimbursement for salaries
paid during the maternity leave under the enhanced GML scheme, the female employees
must meet the following criteria:
a. her child must be a Singapore citizen;
b. she is lawfully married to the child's father; and
c. she has served her employer for at least 90 days before the birth of the child.
If the employee does not meet the criterion (a) and/or (b) at the time of confinement,
but meets them within 12 months of the child's birth, she will be eligible for the
remaining GML from the date she meets all the criteria. She will need to take the
remaining leave before the child turns 12 months old. She will not be paid for maternity
leave that was taken before she had met all the stipulated criteria.
More information on the enhanced scheme is available at www.profamilyleave.gov.sg
For children born on or after 17 August 2008 and before 31 October 2008
Employers are strongly encouraged to voluntarily provide the additional 4 weeks of
maternity leave under the enhanced GML scheme to all eligible female employees.
They will be able to claim reimbursement from the Government after the employees
have fully consumed their maternity leave.
For children born before 17 August 2008
A female employee who gave birth before 17 August 2008 will be eligible for the
previous GML scheme (which provides for 12 weeks of maternity leave) if she meets all
the eligibility criteria.
More information on the current scheme is available at www.profamilyleave.gov.sg
Applying for Government-Paid Maternity Leave (GML)
Female employees are required to submit a declaration of eligibility to their
employers at least a week before they start their maternity leave. Employers should check
to ensure that their female employees qualify for the benefit before seeking
reimbursement from the Government.
Employers should pay the female employees the normal salary throughout their maternity
leave and then claim reimbursement from the Government.
With effect from 1 January 2009, employers can submit their applications online at
www.profamilyleave.gov.sg. They would require a SingPass to submit their claims.
Government-Paid Childcare Leave (GPCL)
The Government-Paid Childcare Leave (GPCL) Scheme was announced on 17 August
2008 and came into effect legally on 31 October 2008. The GPCL Scheme is part of the
overall package of measures to support parenthood and make workplaces more family-
oriented.
Under the GPCL Scheme, each working parent of a child (which includes adopted and
stepchildren) is entitled to 6 days of statutory paid childcare leave per year if he/she
fulfills the following conditions:
a. The child is below 7 years of age;
b. The child is a Singapore citizen;
c. The child’s parents are lawfully married; and
d. The parent has worked for the employer for a continuous duration of at least 3 months
before consuming the childcare leave.
Self-employed parents will also be eligible for GPCL if they meet the conditions (a) to
(c) above and the parent has been engaged in his/ her trade, business, profession or
vocation for at least 3 months prior to taking the childcare leave and has lost any income
during the period of childcare leave.
The first 3 days of the childcare leave will be employer-paid and the last 3 days will be
paid by the Government. Regardless of the number of children, the total childcare leave
for each parent is capped at 6 days per year. Parents have full flexibility to use this leave
to spend time with the child as it is not restricted to any condition such as a pre-existing
illness of the child.
The amount of reimbursement claimable from the Government is capped at $1,500 per
calendar year or $500 per day (including employer’s CPF contribution) per employee.
Generally, the reimbursement will be based on the gross rate of pay (including
allowances and CPF contribution) drawn for that month where the government-paid
childcare leave was taken.
More information on the scheme is available at www.profamilyleave.gov.sg
Applying for Government-Paid Childcare Leave (GPCL)
Employees have to submit a declaration of eligibility to their employers before they start
their childcare leave. Employers should ensure that their employees qualify for the
childcare leave before seeking reimbursement from the Government.
Before granting childcare leave for new hires, employers are strongly encouraged to
check the number of childcare leave taken by the employee during the calendar year at
www.profamilyleave.gov.sg.
Employers should pay the employees their salary during their childcare leave as per
normal, before claiming reimbursement from the Government for the 4th to 6th day of
the childcare leave. The Government will reimburse up to 3 days per calendar year for
each eligible employee.
From 1 January 2009, employers and self-employed parents can submit their applications
online at www.profamilyleave.gov.sg using SingPass.
Adoption Leave
The Adoption Leave refers to 4 weeks of flexible leave for adoptive mothers to care for
their adopted newborn children aged 6 months and below. The Government will
reimburse employers up to 4 weeks of salary, capped at $10,000 (including employer's
CPF contributions), if they voluntarily grant leave to married, widowed or divorced
female employees.
For employers to claim Government reimbursement for salaries paid during the adoption
leave, the female employees must meet the following criteria:
a. The adopted child is a Singapore citizen or becomes one within 6 months of the
adoption order being granted, whichever is later;
b. She has fewer than 4 other living children (excludes adopted and step children) at the
time of adoption or naturalisation;*
c. The child is below 6 months of age and the adoptive mother is lawfully married,
widowed or divorced at the point of:
 Appointment of Director of Social Welfare as Guardian-In-Adoption by Court
Order (for a child who is a Singapore citizen at the point of birth); or
 Issuance of Dependant’s Pass by MCYS (for a child who is not a Singapore
citizen at the point of birth)
*Criterion b is not applicable if the application to adopt the child is made on or after 31
October 2008.
For a local-born child, an adoptive mother may apply for Adoption Leave when the
Court appoints the Director of Social Welfare as guardian in adoption. For a foreign-born
child, an adoptive mother may apply for Adoption Leave when the child’s Dependant’s
Pass is issued by MCYS. Parents of a foreign-born child would have to obtain Singapore
citizenship for the child within 6 months of the adoption order being granted.
All adoptive mothers could consume their Adoption Leave flexibly or in a continuous
block over a period of 6 months from the date of birth of the child.
Applying for Adoption Leave
Female employees are required to submit a declaration of eligibility to their employers
at least a week before they start their adoption leave. Employers should check to ensure
that their employees qualify for the benefit before seeking reimbursement from the
Government.
Employers should pay the female employees the normal salary throughout their adoption
leave and then claim reimbursement from the Government.
With effect from 1 January 2009, employers may download the application form at
www.profamilyleave.gov.sg and submit the completed form to Central Provident Fund
Board together with supporting documents. Please note that the claim must be submitted
within 3 months after the end of the Adoption Leave period. If the set of documents are
incomplete (e.g. child has not become a Singapore citizen), you should still submit a
claim within the timeframe and inform the Central Provident Fund Board (CPFB) of the
current circumstances for the officers to follow up on your case accordingly.
The processing time for adoption leave claims is 6 weeks. Inaccurate information will
result in a delay in processing. For claim with incomplete documents, it will be processed
within 3 weeks after the full set of documents is furnished.
CONTACT US
Enquiries on Collections & Recovery Services
For more information, please call,
the CPF Call Centre at 1800-227-1188 or email to:
employer@cpf.gov.sg For enquiries on
 CPF liabilities
 employer registration / CPF Submission
Number (CSN) and discrepancy management
matters
 electronic submission of CPF contribution
details
 Government-Paid Maternity Leave (GML)
scheme matters
 Government-Paid Childcare Leave (GPCL)
scheme matters
employer-refund@cpf.gov.sg For enquiries on employer CPF refund
member@cpf.gov.sg For enquiries on self-employed matters
Other useful contacts
Work Pass Division
Ministry of Manpower
18 Havelock Road
Singapore 059764
Tel: 6438 5122
Website: www.mom.gov.sg
Accounting and Corporate Regulatory Authority (ACRA)
10 Anson Road #05-01/ 15
International Plaza
Singapore 079903
Tel: 6248 6028
Website: www.acra.gov.sg
Singapore Workforce Development Agency (WDA)
1 Marina Boulevard #16-01
One Marina Boulevard
Singapore 018989
Tel: 6883 5885
Website: www.wda.gov.sg
Majlis Ugama Islam Singapura (MUIS)
Singapore Islamic Hub
273 Braddell Road
Singapore 579702
Tel: 6359 1199
Website: www.muis.gov.sg
Singapore Indian Development Association (SINDA)
1 Beatty Road
Singapore 209943
Tel: 6298 5911
Website: www.sinda.org.sg
Chinese Development Assistance Council (CDAC)
CDAC Building
65 Tanjong Katong Road
Singapore 436957
Tel: 6841 4889
Website: www.cdac.org.sg
The Eurasian Association, Singapore (EA)
Eurasian Community House
139 Ceylon Road
Singapore 429744
Tel: 6447 1578
Website: www.eurasians.org.sg
SHARE Programme
Community Chest
National Council of Social Services
Ulu Pandan Community Building
170 Ghim Moh Road
#01-02
Singapore 279621
Tel: 1800 210 2600
Website: www.comchest.sg
ANNEXES
Annex A
TYPES OF PAYMENTS THAT ATTRACT CPF CONTRIBUTIONS
The table below is a general guide as to when CPF is payable
CPF
Type of Payment Description
Payable
Anniversary Cash Payment to employees on company’s Yes
Award anniversary
Annual Wage Payment to employees at the end of the Yes
Supplement/ Bonus financial year
Attendance Allowance Payment for good work and attendance Yes
Commission Payment to employees based on percentage Yes
of sales achieved
Cost of Living Payment as part of employee’s wages Yes
Allowance
Dirt Allowance Payment for performing field duties Yes
Education Allowance Contractual payment for education of Yes
employee’s children
Payment made under employee’s self- No
improvement programme
Education/Training Reimbursement of course and examination No
Reimbursement fees as part of employee’s training
programme
Entertainment Reimbursement for entertaining company’s No
Allowance clients
Extra Duty Allowance Payment made for extra work done; e.g. Yes
night duty, overtime, public holiday, acting
allowance etc.
Festival Allowance Cash gift (e.g. hongbao) given to Yes
employees during festive season
Finders Introduction Payment to employees for introducing No
Fees workers to company
Gratuity Payment to employees for good service Yes
while still in employment
Payment to employees upon termination of No
employment, i.e. compensation in nature
Grooming Allowance Payment to employees for enhancement of Yes
appearance
Hair Cut Allowance Payment to employees for enhancement of Yes
appearance
Handphone & Pager Payments to employees Yes
Allowance
Handphone & Pager Forms part of the employer’s expenditure No
& paid directly to third party e.g. service
provider
Handphone & Pager Reimbursement for actual expenses No
Reimbursement incurred for official purposes
Holiday Allowance Fixed payment to employees for vacation Yes
Variable sum given as reimbursement for No
holiday expenses incurred by employees
Housing/Rental Subsidy Payment to employees as housing rent Yes
Housing Reimbursement Forms part of the employer's expenditure No
and paid directly to third party e. g.
landlord
Incentive Allowance Cash payment incentive Yes
Incentive in kind e. g. token gifts No
Laundry Reimbursement Reimbursement for laundry expenses to No
uniformed employees
Laundry Allowance Payment for laundry expenses for personal Yes
clothing of employees
Leave Pay Payment in lieu of leave Yes
Long Service Award Cash award for long service Yes
Cash award given to employees with at No
least 5 years' service and every subsequent
period of not less than 5 years' service, i.e.
5,10,15 and so on, and the cash award does
not exceed the employee’s Ordinary Wages
for the month in which it is given. If the
Long Service Award exceeds the Ordinary
Wages, CPF is still payable on the amount
in excess of the Ordinary Wages.
Maternity Allowance Payment to female employees during Yes
confinement and in addition to monthly
salaries
Maternity Subsidy Reimbursement paid under company's No
maternity expenses scheme
Meal Allowance Monthly lump sum payment to employees Yes
Meal Reimbursement Reimbursement for staying beyond No
working hours i.e. overtime
Personal Clothing Payment to employees to enhance Yes
Allowance appearance
Probation Period Pay Wages for employees on probation Yes
Productivity Award Cash award for staff productivity Yes
Gifts in Kind Award in kind e.g. token gifts No
Sales Performance Payment for attaining sales target Yes
Award
Service Charge Collection by hotels/restaurants and Yes
distributed as part of wages to employees
Staff Welfare Benefits Gifts in kind to employees on their No
marriage or birth of their children
Stand-by Allowance Payment for stand-by duties Yes
Student Pay Wages paid to employees/registered Yes
students,
including students who work after
completing their “A” level examinations
Wages paid to registered students as No
follows:
a. School students working during their
gazetted school holidays. (N.A. for
tertiary students)
b. 'N' & 'O' level school leavers working
during the gazetted school holidays.
c. "A" level students working during
school holidays before their "A" level
examinations.
Registered students of any overseas tertiary
education institution who are employed as
follows:
a. The student is employed without a
Yes
letter from the tertiary education
institution stating that the training is
required as part of the student’s
curriculum
b. The student is employed with No
 the employer submitting a letter from
the tertiary institution to CPFB, stating
that the training is required as part of
the student’s curriculum, and
 the training period does not exceed 6
months
Registered students employed during No
vacation or term, under training programme
approved by the following institutions:
a National University of Singapore
b. Nanyang Technological University
c. Singapore Management University
d. Nanyang Polytechnic
e. Ngee Ann Polytechnic
f. Singapore Polytechnic
g. Temasek Polytechnic
h. Republic Polytechnic
i. Institute of Technical Education
Termination Benefits Retirement gratuity, retrenchment pay, ex- No
gratia payment, salary in lieu of notice,
severance pay, compensation for loss of
employment
Payment of temporary lay-off benefits Yes
Tips Cash collected from customers to augment Yes
wages of hotel and restaurant employees
Transport Allowance Payment to subsidise employees’ transport Yes
expenses
Reimbursement for travel in the line of No
official duty
Reimbursement for travel between home No
and workplace beyond normal working
hours e.g. rest days and public holidays
Reimbursement for travel from home/office No
to the place of assignment (not the normal
place of work)
Reimbursement for actual transport No
expenses where the employer is obliged to
provide transport for employees and where
the transport is not available
Workmen's Payment awarded for injuries under the No
Compensation Workmen’s Compensation Act
Annex B
CALCULATING ADDITIONAL WAGE (AW) CEILING
From 1 September 2011, the Ordinary Wage Ceiling was revised from $4,500 to $5,000
per month. Therefore, the AW Ceiling for 2011 and 2012 are revised.
A copy of the FAQ and examples on the computations of the revised AW Ceiling is
attached.
 FAQ
 Examples on the Computations
Annex C
PAYING CPF ON BONUSES
Contractual bonus is the bonus stated in the employment contract or offer of appointment.
Discretionary bonus is the bonus not stated in the employment contract or offer of
appointment, i.e. at the discretion of the employer.
1. Contractual Bonus
Where the employee is contractually entitled to the bonus, apply the CPF rate for the
month in which the bonus is contractually due.
For example, if the letter of appointment states that a bonus is payable in December
2010, apply the CPF rate for December 2010. The CPF contribution is due on 14
January 2011.
If the employee is moving on to the next age group, apply the CPF contribution rate
for the month in which the bonus is due. Please see the example below:
Month CPF contribution
contractual rate
bonus is due
Employee A December 2010 Apply the December 2010 rate
reaches 50 years of for employees below 50 years
age on 13
December 2010
January 2011 Apply the January 2011 rate for
employees above 50-55 years
2. Discretionary Bonus
Where the bonus is discretionary, apply the CPF rate for the month in which the
discretionary bonus is declared. The discretionary bonus is declared when all four
conditions below are met:
a. The employer makes the decision to pay the discretionary bonus to the employee
on or before the last day of the month;
b. The amount of money to be paid as discretionary bonus is fixed on or before the
last day of the month;
c. The employer intends to pay the discretionary bonus on or before the last day of
the month; and
d. The employee receiving the discretionary bonus was told of the above information
on or before the last day of the month.
Example 1 (all FOUR conditions are met)
Declaration and CPF contribution
payment of rate
discretionary
bonus
1. Employer decides to give Employee A
a discretionary bonus on
16 December 2010.
2. He fixes the amount of bonus at $5,000 on Declaration: Apply the December
16 December 2010 29 December 2010 2010 rate
Payment:
29 December 2010
3. He intends to pay the bonus on
29 December 2010.
4. He informs Employee A about it on
29 December 2010.
Example 2 (not all FOUR conditions are met)
Declaration and CPF contribution
payment of rate
discretionary
bonus
1. Employer decides to give Employee A
a discretionary bonus on
16 December 2010.
2. He fixes the amount of bonus at $5,000 Declaration: Apply the January
on 16 December 2010. 18 January 2011 2011 rate
Payment:
18 January 2011
3. He intends to pay the bonus on
18 January 2011.
4. He informs Employee A about it on
18 January 2011.
If the employee is moving on to the next age group, apply the CPF contribution rate for
the month in which the discretionary bonus is declared and paid. Please see the example
below:
Example 3 (moving on to the next age group)
Declaration and CPF contribution rate
payment of
discretionary
bonus
Employee A reaches 50 years of age on Declaration: Apply the December 2010
13 December 2010 29 December 2010 rate for employees below
Payment: 50 years
29 December 2010
Declaration: 18 Apply the January 2011
January 2011 rate for employees above
Payment: 18 50-55 years
January 2011